Discrimination and equity page 76 of 88

The FWC has ordered Sydney's St Vincent's Hospital to reinstate a security supervisor it sacked after an external investigation found his complaint about indecent touching of a psychiatric patient was falsely made to bully or harass a colleague.

The Fair Work Commission has found it has the power to hear an anti-bullying application from a long-serving employee of a not-for-profit organisation, after ruling it is a trading corporation.

Unfair to sack supervisor for remark made in jest; FWC grants legal representation for case to be heard on "less emotive" basis; Employer's appeal against domestic violence sacking rejected by full bench; High-earning BHPB "number two" not protected from unfair dismissal; HR business partner's $138,000 salary exceeds high income threshold; Tribunal rejects sacked worker's bid for reimbursement of counselling costs; Ranger dismissed because contract ran out, not whistleblowing; and FWC "draws the line" on "meandering" unfair dismissal claim.

The FWC has given seven employers extra time to shift from a contentious payment tool for calculating the wages of workers with disabilities, while conciliation continues for unions, employers and disability groups trying to reach agreement on a new system.

The FWC is considering whether it needs to issue an anti-bullying order against an Adelaide restaurant, after it took "positive steps" to improve its culture and practices.

Oil company Caltex, which has identified that it has a gender pay gap of 1.1% in favour of males on a "like for like" position basis, is among about 20 organisations that have been added today to the gender equality agency's list of best practice employers.

Morning sickness justifies extending time; Legal representation granted in drug test dismissal case; Constructive dismissal by phone justified after vehicle log book failure; Refusal to accept a large settlement not unreasonable, says FWC; and "Informal chat" insufficient consultation for horse trainer redundancy.

The Federal Court has rejected an employee's adverse action claim and has found that her summary dismissal for bullying and misconduct was justified.

A lingerie store manager allegedly labelled a "sl-t" after refusing the s-xual advances of a director at a work function was exposed to unlawful adverse action when the company refused to re-employ her, the Federal Circuit Court has found.

An employer's decision not to make permanent a driver with Asperger's even though he passed a comprehensive physical and functional assessment was "unfair and irrational" but did not breach anti-discrimination laws, a tribunal has ruled.